Neurodiversity Adjustments

Neurodiversity is not one adjustment need. A common mistake is to treat neurodiversity as a single category with a standard list of fixes. That approach fails because neurodivergent people do not experience work in the same way.

Good support starts with the barrier, not the label. The diagnosis can provide useful context, but it should not become the whole conversation. The better question is: what is the barrier and what would reduce it?

Instead of condition-specific lists, we focus on the areas where neurodivergent people often experience friction between their way of working and the environment.

Two employees have ADHD. The first struggles because work arrives through six different channels and priorities change daily. Their useful adjustments include a weekly planning conversation and written priorities.

The second struggles because their calendar is full of meetings and they have no uninterrupted time to complete complex work. Their useful adjustments include protected focus blocks and shorter meetings.

Both have ADHD, but their barriers and adjustments are different. This is why Calling All Minds recommends a barrier-led approach.

Disclosure is a choice, not a requirement. Many neurodivergent people choose not to disclose because they fear being judged or misunderstood. Support can often begin with what the person is experiencing, without needing a formal label.

Trust is built when organisations respond to barriers with practical action rather than demands for evidence. The focus should be on how to make work accessible and productive.

Neurodiversity adjustments often fail because they are informal and unrecorded. When a manager changes or a project moves, the support can disappear.

Consistency requires a system for recording, owning and reviewing adjustments. AXS Passport provides this infrastructure. Explore AXS Passport